Xxxxxxxx and retention work. If you are proposing to introduce additional outreach or retention work in respect of ITT, over and above the outreach/retention work you have committed to in your existing 2012-13 access agreement, please include details here.
Xxxxxxxx and retention work. If you are proposing to introduce additional outreach or retention work in respect of ITT, over and above the outreach/retention work you have committed to in your existing 2012-13 access agreement, please include details here. Alternatively, please indicate where your outreach or retention work in respect of ITT is already covered by your main agreement. For the purposes of an access agreement, outreach work includes any activity that involves raising aspirations and attainment among potential applicants from under-represented groups and encouraging them to apply to higher education. This includes outreach directed at young or mature students aspiring to full or part-time study. We particularly encourage sustained, co-ordinated activities that work with pupils and other potential applicants over a number of years. By retention, we mean the additional (new) retention measures you commit to put in place to improve student retention and success (ensuring that trainees from under-represented groups access the full benefits of higher education).
Xxxxxxxx and retention work. Additional outreach and retention work will consist of the following activities from 2012/13:
1. Diversity Support Coaches The University will recruit at least 10 current teachers to act as coaches and role models for those with a black or ethnic minority background, a disability or male teachers in the Primary sector. These individuals would help at the recruitment, retention and first employment stages. Some members of the pool would attend open days, act as a coach to 2-3 trainees and maintain that relationship during their first year of training (NQT year). Coaches would be offered two days of supply teacher cover for coaching activities; a free place on the coaching unit to be run by the School of Education; and supply cover will be paid for attendance at open days or other events.
2. Diversity Co-ordinator A person would be sought to co-ordinate the Diversity Support Coaches as a specific project. They would oversee the coaching programme and support to trainees and NQTs; arrange taster day sessions including liaison with participating schools; and conduct evaluations of the activities against agreed targets.
3. Taster Days Two new and separate taster day programmes will be organised for under- represented groups in PGGE programmes and the wider teaching profession. These will consist of specific events for:
4. Advertising Awareness would be raised through print and online media for the activities described above to positively attract applicants in the target areas.
5. Casual Administrative Support The additional organisational arrangements for open days and supporting the coaching programmes are activities not currently supported by the University’s PGCE team. Additional administrative resources will be dedicated to supporting these new activities.
6. Placement Travel Support Support will be offered to trainees incurring significant barriers to gaining access to placements in areas requiring additional travel costs.
Xxxxxxxx and retention work. The University’s Outreach activity is designed to raise aspirations and attainment of those from underrepresented groups and encourage their progression to higher education. It is targeted at young people, their influencers and mature students who come from backgrounds or communities where there is little experience or tradition of higher education. Specifically, those from low participation neighbourhoods, less advantaged communities, low income households and other under-represented groups, such as looked after children, are encouraged to engage with the University. In addition Outreach activities are prioritised to focus on schools with a high proportion of students from Widening Participation target groups. Where our undergraduate students are involved in Outreach activities in schools through our Student Ambassador, mentoring and tutoring schemes we encourage involvement of students from diverse backgrounds. The following additional outreach or retention work will be undertaken:
a) Additional Outreach activity with secondary schools and mature students to promote teaching as a career option particularly for TDA and Widening Participation target groups.
b) Outreach activity with our undergraduate students. Colleagues from the School of Education and Lifelong Learning and City Academy Norwich providing core input. Expansion of our successful student tutoring scheme, providing in school experience for undergraduates keen to gain experience of working in schools.
c) Marketing and recruitment campaign focusing on diversity and widening participation to encourage increased applications for primary level training from male applicants, those applicants from black and minority ethnic backgrounds and widening participation background applicants.
d) Placement travel bursaries for students experiencing financial difficulties to support retention.
Xxxxxxxx and retention work. The University has set aside 3.8% of additional fee income to build on existing outreach and retention schemes as stated in our access agreement, under the two main headings of outreach activities and transition, retention and improved employment outcomes for students.
Xxxxxxxx and retention work. Outreach: We will seek to identify areas of under-representation in our trainee cohort, when compared with the higher education sector from which we recruit. If we identify an area of significant under-representation, we will seek to address this and may do so by considering whether there might be any effective outreach initiatives which could be directed at such groups. DPSCITT in its advertising and publicity materials encourages candidates from underrepresented groups outlined in section 1 to apply. This has been an ongoing activity for the last 5 years. It is targeted by placing adverts in particular publications relevant to underrepresented groups. We are intending to hold more interview days which will have, where possible, two or more of the six interviewees who are from one of our underrepresented groups. There will always be at least one male on the interview panel. Our outreach spend will be on the cost of advertising and additional interviews.
Xxxxxxxx and retention work. The Partnership will continue to carry out outreach work within the local area, promoting teaching through open day events and advertising in local media. It will also look to participate in suitable recruitment events and continue to promote ITT through its’ website. Activity on the website and the pages accessed is monitored using a “stat-counter”. Applicants are asked to complete a brief questionnaire relating to how they chose NTTP as a place to train for ITT. Monitoring of the ethnic diversity of trainees is seen as being very important. Applicants from ethnic minority groups are lower in Northamptonshire compared to National figures and so the Partnership will look for ways to increase recruitment in this area. As part of a larger Teaching School Alliance through Northampton School for Boys, advertising ITT through each of the schools’ websites is as a key way to attract applicants such as those parents who may be considering a career change. At the same time we can raise the profile of teaching as a career to school pupils and also reach as wide a range of ethnically diverse groups as possible. Recruitment and retention of trainees to the Partnership for all types of trainee has been steady for a number of years with up to 10% of each cohort being from a range of ethnic backgrounds. As a target we will aim to increase the number of trainees recruited from as wide a range of ethnic groups as possible. The Partnership will monitor both ethnicity and gender and seek ways to promote teaching as a career within these groups. Many of our trainees come straight from university and are in receipt of full maintenance grants. However, we have always attracted a number of trainees who are making a career change. We will look to support all trainees as much as possible through bursary support or “in kind” support such as our laptop loan scheme. Furthermore, the Partnership will seek to support, either financially or by “in kind” support measures, trainees who are deemed to be in genuine hardship to the point where their progression on the course may be hindered. The results or recruitment and retention monitoring will be updated annually on the Partnership’s website and form part of the annual report to the Steering Group and OFFA.
Xxxxxxxx and retention work. The LDBS SCITT will continue with its programme of encouraging and recruiting high calibre trainees from Black and Ethnic Minority groups and the male population. This will be in the form of taster programmes and road shows supported by course Tutors, Teachers and Head Teachers who represent the diversity of our schools. The LDBS SCITT has a high retention rate. Our strengths lie in: the coherence, commitment and vision of all members of the partnership, which promotes good and rising attainment for trainees, high quality professional dialogue between trainers and trainees, which clearly articulates how well trainees are doing and what they need to improve, high quality teaching by course and school-based tutors, resulting in confident trainees who have high rates of employment in London schools, the rapid impact on attainment and drive for continuous improvement by the SCITT training manager, very good pastoral and academic support for trainees, the partnership’s response to local and national initiatives. The London Diocesan Board for School also has a dedicated Recruitment and Retention Officer who supports trainees in their applications for employment and works as a hub between our trainees, NQTs and our schools.
Xxxxxxxx and retention work. Outreach: Retention:
Xxxxxxxx and retention work. If you do outreach work please include this in your access agreement. For the purposes of an access agreement, outreach work includes any activity that involves raising aspirations and attainment among potential applicants from under-represented groups and encouraging them to apply to higher education. This includes outreach directed at young or mature students aspiring to full or part-time study. We particularly encourage sustained, co-ordinated activities that work with pupils and other potential applicants over a number of years. Please also include any retention activity in your access agreement.
